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(a) It is the purpose of this chapter to give effect to the provisions of the City Charter by establishing rules, standards and procedures for the operation of the merit system.
(b) The Personnel Officer shall prepare, in consultation with the City Manager, such amendments to this chapter as may, from time to time, be deemed desirable. Such amendments shall be recommended to Council for adoption. (Ord. 2023-22. Passed 8-22-23.)
(a) "Allocation" means the assignment of an individual position to an appropriate class on the basis of the kind, difficulty and responsibility of the work actually performed in the position.
(b) "Appointing authority" means the officer or agency having power under the Charter and ordinances to make appointments to positions in the classified service.
(c) "Classified service" shall consist of all full-time firefighters and police officers who are employees of the City, except those specifically exempted by the Charter.
(d) "Classes of positions" shall consist of all positions in the classified service which are sufficiently alike in duties, authority and responsibility to be treated in the same manner for personnel purposes.
(e) "Class specifications" are those duties imposed upon the personnel of each division by the Administrative Code.
(f) "Demotion" means the change of an employee from a position in one salary grade to a position in another salary grade having a lower maximum salary rate.
(g) "Eligible" means a person whose name is on a list prepared by the Personnel Officer as the result of passing an open competitive examination or on a re-employment list.
(h) "Eligible list" means a list of eligibles, in the order of their final grades in an open competitive examination, or in an order determined by this chapter, prepared by the Personnel Officer.
(i) "Position" means a group of duties and responsibilities designed to be performed by an individual. Positions shall be created and abolished by the City Manager.
(j) "Probationary period" means the working test period during which a bargaining unit employee is required to demonstrate their fitness by actual performance of the duties of the position to which they have been appointed.
(k) "Promotion" means the change of an employee from a position in one salary grade to a position in another salary grade having a higher maximum salary rate.
(1) "Regular employee" means a full-time police officer or firefighter who has passed a physical examination, has been appointed to a position in the classified service from an eligible list and who has satisfactorily completed probationary period..
(m) "Full-time, employee" means a person who regularly works a forty (40) hour work week, or a person who works a twenty-eight (28) day schedule at a yearly salary as a full-time employee of the Fire Division and in both cases are either on a probationary period or a regular employee.
(n) "Part-time employee" means a person who regularly works twenty-nine (29) hours a week or less and is paid by the hour, and does not receive any of the fringe benefits as set forth in other sections of this Code.
(o) "Administrative employee" means the City Manager, Director of Finance, Fire Chief, Police Chief and Police Captain.
(Ord. 2023-22. Passed 8-22-23.)
(a) The position and salary schedule, marked Exhibit "A", which is attached hereto and made a part of this Code shall be effective as of January 1, 2025.
(Ord. 2024-54. Passed 12-18-24.)
(b) The Personnel Officer, in conjunction with department and division heads and subject to the approval of the City Manager, shall annually review and make recommendations to Council for changes in the following schedule.
(c) The adopted position and salary schedule shall provide the basis for compensation of all municipal employees. The City Manager shall adopt an administrative policy, subject to approval of the City Council, to address those positions which are in existence and have not attained the minimum base salary range or have exceeded the maximum base salary range. A position may be assigned a salary lower than the minimum base salary range or higher than the maximum base salary range provided for that salary grade of that position, but is subject to administrative policy. Prior to appointment of a new employee, the City Manager shall consult the position and salary schedule for determination of placement within the relevant classification. Appointments shall normally be made at the minimum rate for the specified pay scale. Evaluation of an appointee's qualifications and experience shall be considered and may provide the basis for compensation in excess of the minimum base salary.
(d) Each salary range maximum shall be caused to increase yearly in line with annual salary increases awarded to all City employees, without requiring action by Council. Each salary range minimum shall not be affected.
(e) Salary increases within an established range shall not be automatic, but can be given
on the following bases:
(1) A merit increase recommended, in writing, to the City Manager by the appropriate department or division head and approved by the City Manager. Such a recommendation is to be based on standards of performance or other pertinent data.
(2) A merit increase recommended and approved by the City Manager. Such a recommendation is to be based on standards of performance or other pertinent data.
(3) An across-the-board increase granted to all salaried employees and recommended by the City Manager.
(4) A change in the employee's classification.
(f) Salary increases granted on the basis of subsection (e)(1), (2) and (3) hereof are dependent on the provisions of moneys appropriated in the annual appropriation ordinance. Salary increases granted on the basis of subsection (e)(l) and (2) hereof shall not be granted to an employee more frequently than once in each six (6) months. No salary advancement shall be given before the employee completes the first six (6) months of their probationary period. However, when the minimum salary for the particular position is increased during such employee's probationary period, such employee shall be compensated at such higher salary from the date of the passage of the salary ordinance.
(g) The salary rate established for an employee shall represent their total remuneration, not including reimbursement for official travel and except as otherwise provided, in this chapter
(overtime pay, cost-of-living allowance, premium pay and/or on-call status). No reward, gift or other thing of value received from any source for the performance of their duties shall be retained
by an employee. Notwithstanding the foregoing, employees of the Police Division, during off-
duty time, may accept special duty assignments for police work only when authorized by the Police Chief.
(h) Whenever an employee works for a period less than the regularly established number of hours per day, days per week or weeks per month, the amount paid shall be proportionate to the time actually employed.
(i) All full-time non-exempt employees, except Fire Division employees, shall be compensated for each hour worked in excess of forty hours per week at a rate equal to one and one-half times their straight rate.
All full-time employees of the Fire Division shall be compensated for each hour worked in excess of 212 hours during any twenty-eight-day work period at a rate equal to one and one-half times their straight rate.
Authorization of all overtime shall be under the control of the City Manager. If any fulltime salaried employee, other than department and division heads, requests the City Manager to grant compensatory time off in lieu of compensation for such employee's authorized overtime, the City Manager shall be authorized but not required to allow such request.
The City Manager shall be authorized, but not required, to grant compensatory time off to those administrative employees not entitled to overtime compensation at such times and to such extent that the City Manager, in his sole discretion deems justifiable under the circumstances relating to each such administrative employee.
(j) (EDITOR'S NOTE: This subsection was repealed by Ordinance 1988-2, passed January 25, 1988.
(k) Except as otherwise provided in any one or more controlling collective bargaining agreements, each employee of the Division of Utilities and of the Division of Streets and Parks, when placed on an "on call" basis by the department or division head, shall receive compensation in addition to their regular salary in an amount equal to two (2) hours of such employee's regular rate for each such twenty-four (24) hour period that the employee is on call. Such "on call" pay shall be in addition to pay for actual hours worked on call.
CITY OF HURON
FULL TIME POSITION AND SALARY SCHEDULE
BASE SALARY
RANGE | |||
POSITION TITLE
| Pay Scale
| Min. | Max. |
Planning Director
| 5 | $65,000 | $90,000 |
Planning and Zoning Manager | |||
Personnel Officer | |||
Parks and Recreation Director | |||
Parks and Recreation Operations Manager
| 4 | $55,000 | $80,000 |
Technology Manager | |||
Assistant Finance Director | |||
Clerk of Court | |||
Parks and Recreation Program Manager | |||
Parks and Municipal Ground Coordinator
| 3
| $45,000 | $67,000 |
Boat Basin Facility Manager | |||
Executive Administrative Assistant/Clerk of Council | |||
Permit Technician/Administrative Assistant | |||
Finance Specialist | |||
Probation Officer | |||
Zoning Inspector - FT
| 2 | $35,000 | $55,000 |
Deputy Clerk of Court | |||
Administrative Assistant - Communications | |||
Parks Maintenance Worker I | |||
Municipal Judge
| 1 | $35,500 | $35,500 |
Administrative Assistant
| 1 | $25,000 | $40,000 |
Supplemental Salary Schedule | |||
BASE SALARY RANGE | |||
POSITION TITLE | Pay Scale | Min. | Max. |
Water Superintendent | $65,000 | $98.000 | |
Information Technology Manager | VIII | $57,000 | $95,000 |
Part Time and Seasonal Position Salary Schedule | ||
BASE SALARY RANGE | ||
POSITION TITLE | Min. | Max. |
Prosecutor | $20,000 | $50,000 |
Personnel Officer | ||
Deputy Court Clerk | $10.70/hr. | $20.00/hr. |
Police/Dispatch Secretary | ||
Police Officer | ||
Court Bailiff/Court Security Officer | ||
Finance Clerk | ||
Customer Service Clerk | ||
General Maintenance Worker | $10.70/hr. | $24.00/hr. |
Zoning Inspector - PT | ||
Administrative Assistant | ||
Street Maintenance | ||
Parks Maintenance | $10.70/hr. | $16.00/hr. |
Recreation | ||
Dockhand | ||
Basic EMT/FF | $12.00/hr. | $15.00/hr. |
Basic Paramedic/FF | $15.00/hr. | $18.00/hr. |
(Ord. 2024-54. Passed 12-18-24.)
The following positions and commensurate salaries are effective January 1, 2025:
Position | Maximum Base Salary |
Law Director | $150,000.00 |
Finance Director | $121,000.00 |
Service Director | $119,000.00 |
Fire Chief | $105,000.00 |
Police Chief | $105,000.00 |
(Ord. 2024-55. Passed 12-18-24.)
(a) All entrance examinations shall be publicly announced by the Personnel Officer as they deem necessary or desirable. The announcement shall specify the title of the position for which the examination is to be held; the time, place and manner of making applications; and any other information deemed pertinent by the Personnel Officer.
(b) Applications shall be made on forms prescribed by the Personnel Officer.
(c) The Personnel Officer shall reject any application which indicates on its face that the applicant does not possess the minimum qualifications required or which is not received within the time limit fixed for filing for the position. Notice of such rejection shall be given to the applicant, and such rejection shall be final.
(d) All applicants must be citizens of the United States or legally permitted to work in the United States, of good moral character, of temperate habits, of sound health and physically able to perform the duties of the position applied for.
(e) The Personnel Officer shall make inquiry of employers, educational institutions and character references given by the applicant to verify the statements made in the application. If the facts so ascertained indicate the unsuitability of the applicant, the Personnel Officer may reject their application and notify them to that effect, and such rejection shall be final.
(f) Every applicant for entrance examination for the uniformed fire service shall be, in addition to the requirements set forth in subsections (c), (d) and (e) hereof, at the time of application, no less than twenty (20) years of age and not over thirty-nine (39) years of age. However, in a case where an applicant has had experience as a full-time firefighter in the State of Ohio, the Personnel Officer may, at their discretion, accept applicants over thirty-nine (39) years of age, with one year of increased age allowed for each year so served.
(g) Every applicant for entrance examination in the uniformed police service, in addition to the requirements set forth in subsections (c), (d) and (e) hereof, shall at the time of application be no less than twenty-one (21) years of age and not over thirty-nine (39) years of age, and must have successfully completed the Basic Peace Officers Training course at the time of their original appointment as a police officer in the Police Division. However, in a case where an applicant has had experience in the State as a full-time police officer, the Personnel Officer may, at their discretion, accept applicants over thirty-nine (39) years of age, with one year of increased age allowed for each year so served.
(h) Every applicant for entrance examination for the uniformed police service and fire service shall pay an application fee established by the Personnel Officer in an even dollar amount calculated to cover the cost of the examination forms and study materials.
(Ord. 2023-22. Passed 8-22-23.)
(a) All examinations shall be of such type as will test fairly the relative capacity and fitness of the applicants to discharge efficiently the duties for which the examination is given. Their content shall be determined by the Personnel Officer and they shall be responsible for the evaluation of the results. The examinations may be written or oral, physical or performance tests, and may be any combination of these.
(b) The Personnel Officer may require applicants to submit proof of their age, citizenship and military service at the time of the examination.
(c) Each person who takes an examination shall be given written notice as to whether they passed or failed such examination and of their relative standing on the eligible list, if they were successful. Each person shall be entitled to inspect their own papers, but not those of other candidates, during regular office hours, under the supervision of the Personnel Officer.
(d) Before any person is appointed as a probationary employee, they shall be required to submit to a medical examination administered by a physician selected for that purpose by the Personnel Officer with the approval of the City Manager. A certificate by such physician, in a form prescribed by the City Manager, that the person so examined is in good health and is physically capable of performing the duties of the position, shall be prerequisite to appointment. The expense of this pre-employment physical examination shall be paid by the City.
(e) The City Manager may require the medical examination of any employee at any time during the term of the employee's service or as a prerequisite to call back for employment as set forth in Section 161.12(b). The expense of medical examinations prescribed in this section shall be paid by the City.
(f) Whenever in the judgment of the City Manager, Personnel Officer and the division head, positions above the entrance level should be filled by promotion, a promotional examination shall be given. Eligibility to take a promotional examination shall be determined by the Personnel Officer with the approval of the City Manager. Promotions shall be based upon a written competitive examination, length of service, a written evaluation from the department or division head and a personal interview by the City Manager, Personnel Officer and division head. The Personnel Officer shall determine the content of the examinations and shall be responsible for the evaluation of the results. Examinations shall be competitive unless the Personnel Officer finds that the number of persons qualified for promotion is insufficient to justify competition, in which case the promotional examination shall be noncompetitive in character, or as otherwise provided in Section 8.09 of the Charter. The Personnel Officer shall give written notice of the promotional examination which shall set forth the date, time and place and procedures and rules, as determined by the Personnel Officer which apply to the promotional examination.
(Ord. 2023-22. Passed 8-22-23.)
(a) The Personnel Officer shall prepare and keep open to public inspection, from the results of each examination, an eligible list of the persons whose average grade is not less than seventy (70) and who are otherwise eligible for appointment. Such persons shall take rank upon the eligible list in the order of their relative grades. Any person who is eligible for appointment at the time of the preparation of the eligible lists except for not having attained the age of twenty-one (21) years, shall have their name included on such list with a notation that they are not eligible for appointment until having attained the age of twenty-one (21). Whenever it becomes necessary to hold a subsequent examination in order to obtain additional eligibles, the Personnel Officer may consolidate existing lists for the same position by rearranging the names of those whose names appear on an existing list which is to be merged with a new list in the order of their relative grades. Any eligible on an existing list shall have an opportunity to compete in the examination.
(b) The term of eligibility of each list and of the names appearing thereon shall be for two (2) years.
(c) Regular employees laid off for lack of funds or work shall be placed on a reemployment eligible list and remain on such list for one year or for a period equal to their length of employment with the City, whichever is longer.
(d) A probationary employee, who is laid off for lack of funds or work while the original employment eligible list from which they were appointed is still in effect, shall be restored to their original place on that list.
(e) The name of any person appearing on an eligible list who:
(1) Fails to report or arrange within six (6) days (Sundays and holidays excluded) for an interview with an appointing authority;
(2) Fails to respond to a notice from the Personnel Officer;
(3) Declines an appointment without reasons satisfactory to the Personnel Officer; or
(4) Cannot be located by the postal authorities,
shall not thereafter be certified to any appointing authority as eligible for appointment. The eligible person shall be notified to this effect unless their whereabouts are unknown. Their name may again be certified from the eligible list only in case a thoroughly satisfactory explanation of the circumstances is made to the Personnel Officer. In the event an eligible person's name appears on more than one list, appointment to a position in one class shall be considered a waiver for appointment from other eligible lists for classes the salary of which is equal or lower.
(f) If at any time after the creation of an eligible list, the Personnel Officer has reason to believe that any person whose name appears on any list is disqualified for appointment because of false statements made in their application, physical disability or for other comparable reasons, such person shall be notified and given an opportunity to be heard. If such person fails to appear for hearing, or upon being heard, fails to satisfy the Personnel Officer, their name shall be removed from such eligible list.
(Ord. 2023-22. Passed 8-22-23.)
(a) Within two (2) weeks after any certification of an eligible list has been made by the Personnel Officer, the appointing authority shall appoint one of the persons so certified to fill the vacancy. A notice of appointment shall be filed with the Director of Finance.
(b) Every original or promotional appointment from an eligible list shall be for a probationary period as agreed to in the collective bargaining agreements.
(c) Probationers shall become regular employees at the end of their probationary period, provided the evaluations indicate satisfactory performance of their duties.
(d) Probationers may be removed or demoted at any time during the probationary period. Such removals or demotions shall not be subject to appeal. Copies of all such notices shall be filed with the Personnel Officer and Director of Finance.
(e) Whenever an emergency exists which requires that a vacancy be filled at once in order to maintain public services, the City Manager may appoint any qualified person temporarily to perform the duties of the position.
(Ord. 2023-22. Passed 8-22-23.)
An annual report of the activities of the Personnel Officer shall be submitted to the City Manager within thirty (30) days following the close of the City's fiscal year. The Personnel Officer shall make such other reports as may be required by the City Manager or by Council.
(Ord. 2023-22. Passed 8-22-23.)
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